How can non-profit managers motivate their staff to develop leadership skills?

1 Identify potential leaders

The first step is to identify the staff members who have the potential and the desire to become leaders. This can be done by observing their performance, attitude, and feedback, as well as by conducting assessments and surveys. Non-profit managers should look for staff who demonstrate initiative, creativity, problem-solving, communication, collaboration, and adaptability skills, as well as a passion for the cause and a commitment to the values of the organization. These are the qualities that can make a good leader in the non-profit sector.

2 Provide opportunities and challenges

The next step is to provide the potential leaders with opportunities and challenges that can help them develop and practice their leadership skills. This can include assigning them to lead projects, teams, or events, giving them more autonomy and responsibility, involving them in decision-making and planning, and exposing them to different aspects and levels of the organization. Non-profit managers should also encourage them to take on new tasks, learn new skills, and explore new ideas that can stretch their abilities and broaden their perspectives.

3 Offer support and feedback

The third step is to offer the potential leaders support and feedback that can help them improve and grow as leaders. This can include providing them with coaching, mentoring, training, and resources that can enhance their knowledge, skills, and confidence. Non-profit managers should also give them constructive and timely feedback that can help them identify their strengths and weaknesses, celebrate their achievements, and address their challenges. Non-profit managers should also create a culture of trust, respect, and appreciation that can foster a positive and supportive work environment.

4 Recognize and reward

The fourth step is to recognize and reward the potential leaders for their efforts and contributions to the organization. This can include acknowledging their work publicly and privately, giving them praise and recognition, and providing them with incentives and rewards that can motivate them and show them that they are valued. Non-profit managers should also create opportunities for them to advance their careers, such as promoting them to higher positions, giving them more visibility and influence, and connecting them with external networks and partners.

5 Model and share

The fifth step is to model and share the leadership skills and behaviors that non-profit managers want their staff to emulate. This can include demonstrating vision, integrity, empathy, courage, and humility, as well as sharing their stories, insights, and lessons learned from their own leadership journey. Non-profit managers should also invite their staff to observe and participate in their leadership activities, such as meetings, presentations, negotiations, and collaborations. Non-profit managers should also encourage their staff to share their own leadership experiences, challenges, and successes with each other and with the organization.

6 Empower and delegate

The sixth step is to empower and delegate the potential leaders to take more ownership and initiative in leading their own teams, projects, and goals. This can include giving them the authority, resources, and support they need to make decisions, solve problems, and implement actions, as well as trusting them to do their best and holding them accountable for their results. Non-profit managers should also encourage them to empower and delegate to their own team members, and to create a culture of leadership and learning within their groups.